High D Manager Simple Downfall

Submitted by mauzenne on Sun, 02/21/2010 - 23:17.
in

This cast addresses a behavioral change for an insidious practice of High D Managers: always putting results in front of relationships. People MATTER!

All bosses have weaknesses. In our first in the series, we said the error that so many High C bosses make is being so perfectionist that no idea is ever good enough. When someone else suggests something, they immediately "try to add too much value" as Marshall Goldsmith says, by pointing something that isn't as perfect as it could be, and other ways the idea could be made better. We said that High I's tend to start a lot of stuff, but then not finish well.

And for High D's . . . well, where do we start? High D managers are the most feared, and some would say most hated of all of the categories of managers. [That is, if you're just looking at DiSC behavioral analyses – abusive bosses are probably the most hated of all. Sadly, most abusive bosses are . . . High D's. – M&M] High D's step on others to get what they want. They're driven to achieve, even at the expense of the resources they'll have to go to again. High D's don't sugarcoat their communications, which is another way of saying their bluntness goes past political incorrectness into rudeness and into relationship destroying. They take risks that others would never take. If they win, they're celebrated, and if they lose, many suffer, including them. But only long enough to set another BHAG, and start thinking about Everest again.

Here's what to do.

  1. Don't Assume Your Boss is a High D
  2. Don't Kill The Goose For Its Golden Eggs: Get To Know Your Team
  3. Results Don't ALWAYS Trump People: Invest In Relationships With Others
  4. Mind Your Tongue: Truth And Relationships Don't Always Mix


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tberge's picture
Submitted by tberge on Thu, 02/25/2010 - 17:22.

Thanks

Have been waiting for this cast.  As a high D, this wasn't easy!

Absolutely LOVED this cast and really appreciate the inclusion of the discussion on peers and their relationships.

Will hear Mark's voice in my head for the next couple weeks as I sit in meetings . . . "Shut the h**l up" - just hope I don't smile too big or laugh when it pops in my head.

Thanks for being such great stewards for all us high D knuckleheads.

rileymike7's picture
Submitted by rileymike7 on Fri, 02/26/2010 - 11:20.

Thanks

 I work as the Director of Studies in an English language school in Milan. Your podcasts have been invaluable in helping me become a more effective management. I just wish I'd known about you guys when I first took the leap from teaching into management!

I've just started a blog people in education management  - I've posted a link to your site - http://rileymike7.wordpress.com/2010/02/26/useful-resource-manager-tools/ - Hope it drives a few more people to this excellent resource.

Keep up the good work

 

mauzenne's picture
Submitted by mauzenne on Fri, 02/26/2010 - 16:30.

 Thanks, Mike.  We

 Thanks, Mike.  We appreciate the vote of confidence!

Best Regards,
Mike

borisian's picture
Submitted by borisian on Sat, 04/09/2011 - 17:42.

The ugly truth

 Hi and many thanks for your great casts,

I recently came across your 2 podcats on ''Managing within a MATRIX''...And now I discovered my ugly truth with ''High D Manager Simple Downfall''.

As a High D, here is my question: Do the recommendations to prevent High D downfall apply to a MATRIX  leadership role ?

Thanks for your insight on this.

Since I share your point of view regarding MATRIX org, I would be more than happy to listen to more casts dedicated to it.

All the best and thanks for your work since many years.

Sévan (from France)